Job
market improving, absorbing workers
Abridged: Axcess News
HOUSTON, TX -- The U.S. job market continued to absorb more workers last
week, giving rise to speculation that the economic slowdown isn't as bad as
imagined. Last week's unemployment figures marked a four-month low in the
jobless rate and gave a spurt of confidence to the market, with the Dow
finishing the week's trading session up 1.75 percent.

In the week ending May 12, the advance figure for seasonally adjusted
initial unemployment claims was 293,000, a decrease of 5,000 from the
previous week's revised figure of 298,000. The 4-week moving average was
305,500, a decrease of 12,000 from the previous week's revised average of
317,500, the U.S. Labor Department said.

The number of people continuing to collect state unemployment benefits fell
by 78,000 (from 2.551 million to 2.473 million) in the week that ended May
5, the lowest in almost four months. The unemployment rate among people
eligible for benefits, which tends to track the U.S. jobless rate, held at
1.9 percent in the week ended May 5.

Interview tips
from a professional interviewer
Abridged: Houston Chronicle HOUSTON, TX -- Tom Vane works as
a national recruiter for the IRS. He's pretty much seen it all when it comes to
interviews. Here are a few tips from he has to offer:

Come prepared. Know the basic information about the organization and the
position. Wear business attire, preferably a suit. Have specific examples ready.
Vangen said many interview questions regard behavior, such as how a person
handles conflict. Think of examples beforehand and be ready to explain them.
Vangen suggests using the acronym CAR: describe the Challenge; explain your
Actions; describe the Resolution.

Use 'I' statements. Starting sentences with 'we' doesn't tell a potential
employer much about you. Convey confidence. Potential employers want to see
people who are sure of themselves and confident that they can handle the job.

Don't ask questions that are either basic or aimed at the wrong person. The
person hiring you for the job knows about the job and the company, but probably
not the ins and outs of the organization's benefit plan. Save these for HR.
Lastly, Don't make employers prod you for information. Listen to the interview
questions. If you don't understand, ask for a clarification. Then give as
complete an answer as possible.

Describe your
ideal job
Abridged: Lockergnome LLC.
LOS ANGELES, CA -- This is one of those general questions that interviewers
often throw at potential employees. There is no right or wrong answer to this
question. It just gives an interviewer a glimpse at your personality and the
responses can be used to weed out potential candidates. Your answer will also
indicate to an interviewer whether your goals are in line with those of their
company.

The best thing you can do is prepare for this question before going for into the
interview. Answering this question does require you to take a look at what your
strengths and weaknesses are, what you have liked and disliked about your
current and previous jobs, and where you would like to go with your career in
the future.

Keep in mind though that this
is not the time to rant about all the things you disliked about previous
jobs. Once you've thought about the things you have disliked, you can then
describe an ideal job as the opposite of what you have disliked. Although
this seems like a lot to tackle, the best thing you can do is be honest and
of course professional.

Office
romances become more commonplaceAbridged:
Knowledge@Wharton
PHILIDELPHIA, PA -- In a study conducted by the Society of Human Resource
professionals and the Wall Street Journal's CareerJournal.com, 40% of
employees surveyed said they had had an office romance at some point in
their careers -- a finding replicated by three other recent surveys
conducted by private companies. One of those studies, by career website
Vault.com, also reported that 19% of employees admitted to having office
"trysts," with venues ranging from "the boss's office" to "in my car driving
to meet a customer."

While that last finding might raise some eyebrows -- and prompt you to knock
next time you open the supply closet -- the overarching frequency of office
romance should not come as a surprise, says Deborah Keary, director of human
resources at the Society for Human Resource Management (SHRM). "The
workplace is the new neighborhood. People spend an enormous amount of time
in the office, and if romance is going to happen, it will happen there," she
says.

Demographic trends feed the phenomenon, note Keary and others. With the
average age of marriage increasing, young employees are more likely to be
single. As women continue to join the workforce and rise through the ranks,
they are more likely than ever to be working shoulder to shoulder with men.
Employees have become more confident about pursuing office romance and less
careful to some degree about concealing it. In fact, 76% of employees
surveyed in a joint Lawyers.com/Glamour magazine survey, said workplace
relationships were more common than they were 10 years earlier.

Business
schools teach the art or persuasion
Abridged: The Washington Post WASHINGTON, D.C. -- Ever come
out of a meeting wishing that you, too, could persuade people the way that
silver-tongued co-worker of yours can? Many workers assume that their powers
of persuasion are innate. But recent research shows that these skills can be
learned. And not only can they be learned, but they should be learned for
today's workplace.

The workplace has changed from a hierarchical structure to a more horizontal
one, with teams of people of various positions. Workers are expected to be
involved in many decisions and help push a company's agenda, no matter their
title. In the past, "you could give people orders," said Robert Bontempo, a
professor at Columbia Business School who will teach a course on persuasion
in the school's executive MBA program. "Now, even in the military, you have
to work in cross-functional teams."

More business schools are building soft skills such as persuasion into their
curricula. "There are those who are going to be gifted in certain things,"
said Scott Koerwer, associate dean of the Robert H. Smith School of
Business. But even if people aren't naturally persuasive, they can learn to
be more so. "In order to have an effective, valuable society, you need these
skills," Koerwer said.

We need your
help; listed below are five very rewarding positions that we need qualified
referrals for. If the person you refer for one of these five positions is
hired we’ll send you a $100.00 gift card. For a complete list of all open jobs
please visit us at
http://www.greenlinegroup.net/jobs.htm

Technical Support Engineer – ChinaWe are seeking a
Technical Support Engineer, for a consumable supplier to PCBA and EMS companies
in Asia. The individual should have a strong background in the support of solder
assembly products and there applications for SMT and wave soldering. Must have 3
+ years of SMT and wave solder experience.

Department Managers – Imaging & Mechanical (China) Multiple Positions

Supervisors
and coordinates the activities of all personnel engaged in the manufacture of
printed circuit boards in their department. Take action to resolve technical
and/or personnel problems that may adversely affect schedule/quality
performance. Enforce shop rules and safety practices in accordance with Company
Policies. Assure product quality goals are met or exceeded.

Managing
Director is responsible and accountable for the coordination of the operational
activities associated with the manufacturing of Printed Circuit Boards to meet
or exceed requirements of quality and delivery performance to the end user.

Duties
include but are not limited to:

·Achievement of
production goals through managing improvement in production output, including
researching and developing methods to ensure and increase efficiency and
productivity.

·Analyzing the
manufacturing process and developing, staffing and scheduling routines within
the process to meet output requirements and analyzing and eliminating non value
added activities.

·Establish, monitor
and maintain performance measurements in yield, manpower and throughput,
ensuring they are visible throughout.

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